Comprehensive strategies and tips to find and recruit the right people to develop your business in Germany

Germany is a prestigious and lucrative market for companies wanting to enter the European Union arena. On it’s own, the country is a challenge to handle and master - for its complexity, competition, diversity and the incessant drive for quality and innovation with a strong traditional foundation.

Comprehensive strategies and tips to employ foreign talent that successfully help you to drive business growth in Germany.

Recruiting the right talents is a critical issue for any company expanding into a new market/country such as Germany. Business development in Germany needs great talents for the branch or subsidiary to penetrate the existing market and establish the brand.

Most of the existing literature helps us prepare for a job interview when we are the candidate, but what happens when we become the interviewer? Anxiety and nervousness can also be present when we are in charge of the screening process. It is normal - we are looking for a worker who will be a part of our team for the foreseeable future. That is why it is worth remembering a series of tips, so that you do not escape a good employee for not knowing how to recognize one.

When a worker terminates their employment relationship with a company voluntarily, there is an opportunity to gather information about the day-to-day operation of the business: things to improve, strengths that we are not aware of, issues that lurk uncorrected right under management’s noses etc. For this reason it is important to take advantage of an exit interview in a voluntary process.

Caring and motivating your team is one of the most important tasks any business owner has. Fortunately, it is not always necessary to 'pull checkbooks' to create a good work environment that encourages productivity. There are several other methods that are equally effective and yet ignored by many.

One of the main challenges of every SME that is growing is to try and maintain a good work environment as the number of employees increases. It is not a simple task, so it is usual that, from time to time, conflictive or 'toxic' workers appear that can pose a real problem for the internal operation of your business.

So you’re a Training Manager, Learning & Development Manager, or have a role that oversees the growth and development of staff and employees within an organization. However, in today’s downtrend economy your work may be constrained by unrealistic budget limits. In that case you need to have a sound game-plan on board, so that you can keep giving results.

But this doesn’t mean that you have to give up, there are still several easily implementable and inexpensive strategies that you can employ to take your department’s training to a whole new level. Thus ensuring that corporate goals are met and even exceeded thus ensuring that both you, as a manager, and the department you deal with are noted at the highest level within the organization!

The employer-employee relationship, like any other, is more or less attractive depending on what the parties give and receive. In other words, an applicant weighs-in the various pros and cons of a job offering before going through with its acceptance or rejection.

Maintaining a stable and motivated workforce is one of the main axes for the productivity of any company so that it can achieve its desired levels of success. And all companies want to have the best workers in the profiles they require in their organization. But then the question arises as to how to attract talent to the company in today’s saturated job market, and how to make the jobs more appealing to potential applicants?

The H1B visa is a visa issued by the United States Department of Immigration to individuals who are looking to work in the United States on a specialized assignment. Unfortunately, due to the stringent US visa policies in recent years, many applicants are denied an access to the H1B on several grounds. One of the main reasons is the denial of the sponsor’s petition – when the pertinent US department believes that the prospective employer hasn’t fully demonstrated their case. The following are some of the most common reasons which lead to such a denial.

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